Job Satisfaction and Hospital Performance Rated by Physicians in China: A Moderated Mediation Analysis on the Role of Income and Person–Organization Fit

Chen, Xiao; Liu, Min; Liu, George; Ruan, Fang; Yuan, Ying; Xiong, Change

doi:10.3390/ijerph17165846

Cited by 18 publications

(15 citation statements)

References 53 publications

(67 reference statements)

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“…Empirical evidence shows that low income is associated with low employee satisfaction. 34 A high workload is usually blamed for driving the deterioration of QWL. 2 31 Professional title is deemed as a proxy indicator of career success.…”

Section: Methodsmentioning

confidence: 99%

Quality of working life of medical doctors and associated risk factors: a cross-sectional survey in public hospitals in China

2022

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ObjectivesTo assess the quality of working life (QWL) of medical doctors and associated risk factors.Setting and participantsA cross-sectional questionnaire survey of 2915 medical doctors from 48 hospitals was conducted in China.MethodsThe QWL-7–32 scale was adopted to assess seven domains of QWL: physical health, mental health, job and career satisfaction, work passion and initiative, professional pride, professional competence, and balance between work and family.Primary and secondary outcome measuresData were analysed using SPSS V.19.0. Analysis of variance tests and multivariate linear regression analyses were performed to identify the sociodemographic characteristics and job factors associated with overall QWL and its seven subdomain scores.ResultsOn average, the respondents reported an overall QWL score of 92.51 (SD=17.74) of a possible 160. Over 35% of respondents reported more than 60 hours of weekly working time; 59.9% experienced night sleep deprivation frequently; 16.6% encountered workplace violence frequently. The multivariate regression models revealed that the eastern region (β≤−2.887 for non-eastern regions, p<0.001), shorter working hours (β≤−2.638 for over 40 hours a week, p<0.01), less frequent night sleep deprivation (β≤−5.366 for sometimes or frequent, p<0.001), higher income (β≥2.795 for lower income, p<0.001) and less frequent encounters of workplace violence (β≤−9.267 for sometimes or frequent, p<0.001) were significant predictors of higher QWL. Night sleep deprivation and workplace violence were common predictors (p<0.05) for all seven domains of QWL.ConclusionThe low QWL of medical doctors working in public hospitals in China is evident, which is associated with high workloads, low rewards and workplace violence. There are also significant regional differences in the QWL of medical doctors, with the eastern developed region featuring better QWL. Public hospitals in China are facing serious challenges in occupational health and safety, which needs to be addressed through a systems approach.

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Section: Methodsmentioning

confidence: 99%

Quality of working life of medical doctors and associated risk factors: a cross-sectional survey in public hospitals in China

2022

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“…So he believed the individual organization fit referred to the consistent values beyond the individuals and the organizations. Later, more and more scholars have studied the personal and organizational values and found that the compatibility between the individual and the organization could have an impact on the employees’ job performance, organization commitment, and turnover [ 34 – 38 ].…”

Section: Introductionmentioning

confidence: 99%

Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study

et al. 2021

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Background The values of individuals and organizations are the core factors driving and guiding nurses’ decision-making and actions. Previous studies mainly focused on the impact of organizational commitment and other influencing factors on turnover intention. Aim To explore the mediating effect of personal and organizational values matching the relationship between organizational commitment and turnover intention of nursing staff. Methods A cross-sectional survey of 490 subjects in four tertiary hospitals in Tianjin was conducted by convenient sampling. Multivariate regression analysis and structural equation models were used to test each hypothesis. Results The results showed that there is a negative correlation between personal and organizational values, organizational commitment and turnover intention, and personal and organizational values played an indirect intermediary role between organizational commitment and turnover intention. Conclusions Organizational commitment reduces nurses’ turnover intention indirect through personal and organizational values paths. Leaders can improve nurses’ values as members of the organization, so as to participate in their own work more actively. Implications for nursing management Managers should effectively reduce the turnover rate and stabilize the nursing team by improving the organizational commitment and personal and organizational values of clinical nurses.

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“…In the study of Mosadeghrad, it was shown how quality management could affects employees. A well developed, well introduced and institutionalised quality management model can improve employees' job satisfaction [26][27][28]. It might also be noted that, in our current study, we studied the relationship of job satisfaction and organization's quality management level of three maternity hospitals.…”

Section: Discussionmentioning

confidence: 88%

Factors Influencing Satisfaction among Employees in Maternity Hospitals

Tseleejav

Luvsansambuu²,

Tudevdorj³

et al. 2021

Cent. Asian j. Med. Sci.

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Objective: To evaluate the level of job satisfaction among the employees of maternity hospitals and to describe variables related to their job satisfaction. Methods: A cross-sectional study was undertaken that focused on 480 full time staff of three maternity hospitals located in the capital city of Mongolia, Ulaanbaatar. Data was collected between July 2019 and September 2019. We selected 3 hospitals as our sample target in order to assess an organizational management capability index using 9 chapters with 90 criteria that used over 30 local public organizations. The Minnesota Satisfaction Questionnaire was used as a data gathering tool to assess employee's satisfaction which measures on a five-point Likert scale. Results: Overall, 48.0 % of participants had low levels of satisfaction with their jobs. Factors that were statistically significant to employees' job satisfaction in the univariate analysis were entered into the logistic regression analysis including employees' professional title, department work hours, work requirements, and life and work stress. The results of the logistic regression analysis suggested that employees' job satisfaction was related to their age, working hours, leadership attention, wage and promotion as well as cooperation with colleagues. Conclusion: There is an urgent need for maternal hospitals in Mongolia to establish a more reasonable promotion and management system for employees and pay more attention to less-experienced staff and help them release their work stress.

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Job Satisfaction and Hospital Performance Rated by Physicians in China: A Moderated Mediation Analysis on the Role of Income and Person–Organization Fit

Cited by 18 publications

References 53 publications

Quality of working life of medical doctors and associated risk factors: a cross-sectional survey in public hospitals in China

Quality of working life of medical doctors and associated risk factors: a cross-sectional survey in public hospitals in China

Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study

Factors Influencing Satisfaction among Employees in Maternity Hospitals

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